Talking Points on Conceptual Model for DOI's Integrated System

Purpose of Briefing:

Review background leading up to the Department=s creation of a workplace design team tasked to design one integrated system for workplace dispute resolution to be implemented throughout the Department.

To explain the Department's Conceptual Model for an Integrated Workplace Dispute Resolution system and the consensus agreements reached by the workplace design team

.Obtain feedback on:

Any critical issues or concerns with conceptual model?

What could keep this design from being implemented in your Bureau/Office/Program area?

Who needs to be kept informed/involved during implementation?

Points on which Workplace Design Team reached consensus agreement:

Internal and External third party neutrals will be made available

Existing Internal Neutrals will be utilized in system.

CADR will maintain a Departmental roster of all qualified third party neutrals within DOI.

The number of existing internal neutrals will not increase unless data demonstrates a need.

External Neutrals will also be utilized (from other Federal agencies, shared neutrals programs, or private providers)

Participants will be educated on the options available to them and assisted in selecting an appropriate process (Fit the forum to the fuss).

Participants will be referred to an appropriate and qualified third party neutral, who is acceptable to all participants.

Types of Concerns Covered by System:

Any workplace issue or concern raised by any current employee

Types of ADR Processes/Techniques Offered:

Consultation* (*Initially, these will be primary processes/techniques offered with others phased in as capacity is developed.)

Process Coaching*

Mediation*

Conciliation

Dispute Panels

Partnering

Facilitation

Cooperative Problem Solving

Informal Fact-finding

Interest-based Problem Solving

Alternative Discipline

Multiple Entry Points - Easy Access:

Easy access to system through multiple entry points, e.g., may access system through initial contact with EEO, HR/LR, a supervisor, a union representative, ADR contacts, ADR website.

Voluntary vs. Mandatory Participation:

If an employee elects to participate in ADR, the Bureau/Office will be responsible for making an appropriate management official available to participate in the process

Management is not obligated to reach agreement and will not be coerced into a resolution

Any party may terminate the ADR process at any time

Simplified Administrative Procedures:

Mechanisms are being established to facilitate case administration and payment of travel and per diem for internal neutrals, when necessary, across bureau lines.

Departmental Manual Chapter and implementation Handbook will be published, and standard forms, marketing and promotional materials, guidelines, check lists, and tracking and evaluation tools will be provided by CADR.

Walk through the "Yellow Brick Road" (Conceptual Model).

*Q: What happens if the agreement is broken?
A: This will be addressed in the written agreement or statement of understanding.

Questions to Solicit Feedback:

Does this system meet the needs of your Bureau/Office?

What do you see as issues? (Problems with the model)

What challenges will your Bureau/Office face in implementing this new system?

Are there any areas that we did not include in the model?

What, if anything, needs to be added/considered by the team before implementation of the model?